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improve. If the employee feels like his good work is appreciated and rewarded, though, he is
more likely to be motivated to do more good work so that your approval and praise will continue.
If they fit, use positive comments like, "Actively seeks out opportunities to improve" or
"Responds to company communication quickly and efficiently."
Identifying Problem Areas
The employee evaluation is an appropriate time to address lingering issues your employee may
have, so be sure to note of any of her problem areas. If you are conducting an in-person
employee review, give the employee the opportunity to identify his own problem areas. If you
are preparing a written evaluation, identify areas of potential improvement delicately. For
example, don't write, "Bad customer service skills;" instead, write, "Loses patience with
customers." This is another example of why specificity is so crucial -- without it, your employee
may feel like he is doing a worse job than he actually is.
Creating New Goals
Good comments include goals for the future -- by creating new goals on the employee's
evaluation, you give him direction for how to improve. The evaluation may bring to light
problem areas that your employee did not realize he had, and setting concrete goals helps him
address those problems. For example, if your employee ignores e-mail communication, instruct
him to respond to e-mails within a certain period of time. Giving your employee direction gives
him a place to focus his energies in preparation for the next evaluation.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an